Devex's top advice from 2018 for diversity and inclusion in the workplace

Diversity and inclusion in the global development sector was an editorial priority for Devex throughout 2018. In light of #AidToo and the Oxfam sexual abuse scandal, last year witnessed increased awareness around gender equality and more broadly, the importance of diverse workforces for delivering impactful programming. From LGBTQ inclusion to the importance of socioeconomic diversity, to tackling bias in recruitment, catch up on some of our top inclusivity stories to keep the conversation going as we kick off 2019.

UN Globe serves as a support network for LGBTQ staff and advocates for inclusive workplaces within the United Nations system as well as those serving on peacekeeping operations. Here, Devex rounds up five ways UN Globe is working to make the U.N. more inclusive for LGBTQ employees, such as sharing information on what it’s like for LGBTQ staff to live and work in specific countries and ensuring leaders acknowledge diversity in all of their messaging.

From job search basics to knowing exactly the skills you’ll need to land that next development job, find out exclusive insights into the latest hiring trends, career tips, and advice from development experts over the past year.

Diversity and gender balance at leadership levels in the global development sector are still serious issues to be addressed, a study of 200 aid organizations by Quantum Impact revealed. In this webinar, Devex speaks with the founders of Quantum Impact, to find out their ideas on ways organizations can build better diversity and inclusion, starting with writing more inclusive job ads.

Certain words and characteristics are subconsciously more closely associated with men or women. When used in job descriptions, the postings become biased and can result in more applicants from one gender over another. Here, Devex looks at different ways organizations can ensure job descriptions aren’t biased, such as using online tools designed to pick up language bias and ways to rethink job requirements.

More diverse teams yield better business results. Without attracting LGBTQ professionals, organizations can miss out on up to 10 percent of the population. Devex spoke to inclusivity experts in the field to understand what steps organizations can take to attract and retain LGBTQ staff. From audits and assessments to deploying staff to countries with anti-LGBTQ legislation, this article covers a number of different ways organizations can become more inclusive.

The nature of development work means having a family and continuing to work is difficult for many professionals in this sector. The gaps left on resumes can also mean breaking back into the sector after having children proves difficult for many parents. Read more for ways organizations can better support parents and realize their added value as development professionals, such as on-site child care facilities, supporting families on deployment, and alternative routes for career progression.

In the wake of the Oxfam scandal and #AidToo that came about this year, Devex looked into the impact of having more female disaster response staff on the ground and how to encourage more women in this field. This article looks at solutions to seven major challenges women responders face, including personal safety, menstruation, and coping with shared living quarters.

Speaking to the former head of the U.N. Office for Disaster Risk Reduction — one of the few U.N. agencies to achieve gender parity — Devex explored the various steps this organization took to promote and achieve a gender balance. From recruitment to retention and ensuring gender balance spans all levels of the organization, find out Robert Glasser’s seven tips for success.

In the past year, a number of tech startups have launched to tackle a wide range of biases and inequality in the workplace. From “blind hiring” to anonymous feedback platforms, and on-demand legal advice, here is a roundup of tech startups — many founded by women — that are using innovative new ways to diversify the employment landscape and make workplaces safe for all.

Anyone who has worked on a U.S. Agency for International Development-funded contract is familiar with the USAID biodata form. It requires basic background information such as work history, language proficiency, and salary history. Many professionals — including many women — blame this form for stifling their salary growth. Find out why in this opinion piece by Devex’s own executive vice president, Kate Warren.

Counterpart International’s Ann Hudock sits down with Devex Executive Vice President Kate Warren in this Facebook Live to discuss the biggest challenges facing women leaders, how to balance home and work life, and what organizations can do to encourage and support diversity in the workplace among many other things facing women in leadership and aspiring leaders today.

About the author

Lottie Watters is a Reporting and Communications Associate based in Barcelona. She focuses on bringing the latest career and hiring trends, tips, and insights to Devex’s global development audience. Lottie is a recent graduate with a background in geography and journalism, taking a particular interest in grassroots international development projects. She has worked with organizations delivering clean water and sanitation projects globally.

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